Senior Talent Manager (Talent Partner)

About the role

The Senior Talent Partner role is a senior individual contributor position focused on driving strategic, high-impact talent initiatives for Datadog’s Engineering org.

Who You Are

• An experienced Talent or People leader with significant experience designing and delivering complex talent programmes in a fast-growing, global organisation.
• Comfortable operating at Senior Manager level, with the judgement, presence, and influence expected at Director threshold.
• Experienced partnering directly with executives and senior leadership teams on strategic people and organisational topics.
• Equally comfortable setting direction and getting into detail, able to move from strategy to execution without handing work off prematurely.
• Strong Data fluency: comfortable using qualitative and quantitative information to shape decisions, build business cases and assess impact.
• Pragmatic, structured, and outcome-focused, with a strong bias towards delivery and follow-through.
• Able to operate effectively in ambiguous environments with competing priorities and incomplete information.
• A trusted advisor who can build consensus, challenge constructively, and maintain credibility across differing perspectives.
• Clear, precise communicator, able to tailor messages for senior leaders, PBPs, and delivery teams.

What You’ll Do

• Lead the design and delivery of complex talent programs for a major business division such as Engineering.
• Work on topics such as leadership capability, career architecture, performance and talent review evolution, internal mobility, and succession for critical roles.
• Partner with PBPs to frame problems, build alignment amongst senior leaders, and agree program goals, design principles, and success measures.
• Personally drive programs from concept through implementation, adoption, and iteration, remaining hands-on throughout delivery.
• Work closely with Enablement, Learning, People Analytics, and People Systems to ensure programs are scalable, measurable, and embedded into core people processes.
• Enable and support People Business Partners with clear frameworks, practical tools, and executive-ready narratives to support adoption in the business.
• Navigate complex, ambiguous, and sometimes sensitive environments, influencing without formal authority and maintaining strong relationships across teams.
• Evaluate programme effectiveness using qualitative and quantitative data, and continuously refine approaches based on business impact and feedback.